At June’s Morningstar Investment Conference, financial advisors learned that the latest research proves that when women are part or all of a management team, a company’s returns are just a bit better. Now, money managers are looking at companies’ talent pipelines through a pink lens. It’s not enough any more to have lots of smart people coming up. A decent proportion of those people need to be women, and ethnic minorities, too, to ensure that the company has managers who reflect emerging markets.
Something has shifted. Last year, you could say that your company was all for women employees, women in leadership, women customers, women investors.
Now, those women want you to prove it. Men want you to prove it, too, because the evidence that women reap better results just keeps piling up and up. More women means more money, because women tend to buy and hold, not buy and then sell for a quick win.
Panelists at the Morningstar conference reported that they look at companies’ presence (or absence) on ‘Best Place to Work’ lists as at least a rough validation of their workplace culture. Increasingly, analysts are analyzing company results from a gender and diversity perspective. Managers, it seems, must be prepared to explain not why they do have a diverse pipeline, but why they don’t.